On Jun 19, 2009, at 1:28 PM, Jeff Tanner wrote: > With the highest respect due... > > I think this is the misconception that the CAUT endorsement is based > on. Unfortunately, it isn't based in reality. The Human Resources > job classification system doesn't allow for it to be. > > The unfortunate reality is that there is no way for HR to recognize > any difference between a candidate endorsed by PTG and one who just > read a few books and started tuning last week. The salary band is > the same for both, and it is too low for both. What the CAUT > committee is trying to "create" is something the search committees > already expect we are supposed to live up to, and they still think > so little of us that they are still offering full time positions at > $40K for a high level concert tech and thinking that is a great > salary for a non-tenure track position, while techs tuning spinets > and old uprights can make six figures. Let's be clear. The caut committee does not assert that creating a caut endorsement will automatically make anything better for anybody. We are merely asking PTG for the opportunity to create a tool. The tool will need to be used, in order for it to have any effect. And there are a number of different ways this particular tool can be used. I have been an employed caut (regular employee, not outside contractor) for about 12 years now. In that time I have received raises in excess of the average almost every single year. Why? In part, it is because I took the initiative in getting further training, national conventions, factory seminars, and miscellaneous other things. The department paid for my travel and expenses, and paid my wages while I was in training. They wanted a more highly qualified employee, and were willing to invest to get one. And were willing to pay more for the result. This is a model that can work with the endorsement design we are presenting, for someone already employed. For someone newly entering the field, if you already have the endorsement, you may be able to negotiate for a higher rate of starting pay when applying for a new job. If not, you may be able to negotiate that when you obtain the endorsement, you will get a higher rate of pay. And you may be able to get institutional support to pursue the endorsement. But it depends entirely on the individual. As Jeff points out, achieving RPT does not automatically raise your rates or net income. But it may help you to make more money, as you have more self- confidence and a measured level of skill and professionalism. Assuming you take some initiative. For the contract caut, the endorsement could mean the difference between getting the contract or not, for those institutions that bid based on qualifications rather than just low bid (it would be up to the bidder to sell this qualification, but it could well make the difference). It could mean getting the contract at a higher rate of pay. Pursuing it while under a current contract could mean building a relationship, where the caut show an initiative in learning the specialized knowledge needed for success. And we certainly hope the training involved will prepare the tech to develop the relationship, to negotiate and impress the administrator. In any case, this is a matter of creating possibilities, not solving problems. If people want to take advantage of the possibilities, they may. If not, that's fine too. Regards, Fred Sturm University of New Mexico fssturm at unm.edu -------------- next part -------------- An HTML attachment was scrubbed... URL: <http://ptg.org/pipermail/caut.php/attachments/20090620/972af96c/attachment.htm>
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